ATD Competency Model

The talent development profession redefined to create a competitive advantage.

ATD launched an updated competency model in 2014. The ATD Competency Model defines the skills and knowledge required for talent development professionals to be successful now and in the future. It captures changes driven by digital, mobile, and social technology; demographic shifts; globalization; and economic forces.

The ATD Competency Model:

defines the latest competencies needed for success across the entire TD industry.

provides a professional development roadmap for TD leaders and practitioners.

provides the opportunity to align individual and organizational goals against an industry standard backed by research and forward-thinking.

The model emphasizes foundational competencies that are important to everyone in the field and specific areas of expertise (AOEs), which are the specialized knowledge and actions required by specific roles.

Certified Professional in Learning and Performance (CPLP) candidates are tested on all ten (10) areas of expertise. Associate Professional in Talent Development (APTD) candidates are tested on three (3) primary areas of expertise: Training Delivery, Instructional Design and Learning Technologies.

Apply a systematic process to improve others’ ability to set goals, take action, and maximize strengths.

Be able to:

Establish coaching agreement.

Establish trust and intimacy with the client.

Display coaching presence.

Demonstrate active listening.

Ask powerful questions.

Use direct communication.

Create awareness.

Design learning opportunities.

Develop goals and plans.

Manage progress and accountability.

Meet ethical guidelines and professional standards.

Build an organization’s culture, capability, capacity, and engagement through people development strategies.

Be able to:

Align talent management to organizational objectives.

Use talent management systems.

Equip managers to develop their people.

Organize delivery of developmental resources.

Promote high-performance workplaces.

Coordinate workforce and succession planning.

Facilitate the career development planning process.

Facilitate career transitions.

Support engagement and retention efforts.

Implement individual and organizational assessments.

Use talent management analytics to show results and impact.

Provide leadership to execute the organization’s people strategy; implements training projects and activities.

Be able to:

Establish a vision.

Establish strategies.

Implement action plans.

Develop and monitor the budget.

Manage staff.

Model leadership in developing people.

Manage others.

Manage and implement projects.

Manage external resources.

Ensure compliance with legal, ethical, and regulatory requirements.

Be able to:

Analyze needs and propose solutions.

Apply business skills.

Drive results.

Plan and implement assignments.

Think strategically.

Innovate.

Be able to:

Build trust.

Communicate effectively.

Influence stakeholders.

Network and partner.

Demonstrate emotional intelligence.

Be able to:

Accommodate cultural differences.

Convey respect for different perspectives.

Expand own awareness.

Adapt behavior to accommodate others.

Champion diversity.

Leverage diverse contributions.

Be able to:

Demonstrate adaptability.

Model personal development.

Be able to:

Maintain own professional knowledge.

Keep abreast of industry changes and trends.

Build industry sector knowledge.

Be able to:

Demonstrate awareness of technologies.

Use technology effectively.

Functional competencies that are specific to the talent development profession.

Knowledge, skills, abilities, and behaviors that are required for job success in most professional occupations.

The Model redefines the skills and knowledge required for trainers to be successful now and in the future. It captures changes driven by digital, mobile, and social technology; demographic shifts; globalization; and economic forces.